Roleplay Scenario
Scenario Overview
You feel like your current job title or salary doesn’t quite match the work you’re doing. You want to have a straightforward and respectful chat with your manager about it, hoping for a positive outcome without coming off as demanding.
Roles & Setup
Role A – Employee (You)
You think your contributions and responsibilities might warrant a review of your title or salary.
Your goal: Present your case clearly, focusing on your achievements, market data, and how it aligns with company standards.
Role B – Manager
You want to support your team’s growth but need to balance expectations with company policies.
Your goal: Understand the employee’s perspective and discuss possible ways forward.
Suggested Openers
Employee:
- “I’d like to talk about how my role and salary align with what I’ve been doing lately.”
- “Can we chat about my career growth and whether there’s room to adjust my title or salary based on my responsibilities?”
Manager:
- “Sure, let’s talk. I’m interested in hearing your thoughts on your role and where you see opportunities for growth.”
- “Of course, I’m open to discussing this. Let’s review your achievements and see how they align with our advancement criteria.”
Sample Roleplay in Action
Employee:
“Thanks for meeting with me. I’ve been handling some new responsibilities that I think align with a higher role, like leading major projects and mentoring new team members. I’ve also looked into industry benchmarks, and it seems my current salary might not reflect the market.”
Manager:
“I appreciate you bringing this up and for being so prepared. Can you elaborate on how these new responsibilities fit with our progression framework?”
Employee:
“Definitely. Besides leading projects and mentoring, I’ve also been key in improving cross-department collaborations that led to significant product enhancements. I think these fit well with what’s expected for the next level.”
Manager:
“That’s impressive. Let’s compare your contributions with our criteria for the next level and also see how they stack up against the industry standards you mentioned.”
Employee:
“I’ve reviewed the criteria and believe my work supports a case for a promotion or salary review. I’d love to hear your thoughts on this.”
Manager:
“You’ve shown a lot of initiative and made a real impact. Let’s work on setting some formal goals to acknowledge your growth. I’ll need to check in with HR about our compensation structure, but I’m committed to supporting your progress.”
Employee:
“Thank you for considering this. I’m open to working on specific goals to help solidify my case for a promotion or raise.”
Manager:
“I’ll draft a plan and follow up with you in a week. We’ll outline specific milestones to aim for. Thanks for starting this conversation.”
Post-Scenario Tools
Curveball Mode (Optional)
Introduce one of these scenarios mid-roleplay to challenge adaptability:
- Manager mentions budget constraints that limit immediate salary changes
- Employee realizes they haven’t documented all achievements clearly
- A new company policy on promotions is brought up during the discussion
Reflection Checklist
As the Employee:
- Did you present your case based on contributions, data, and facts?
- Did you remain open to feedback and suggestions?
- Were you clear about your career goals?
As the Manager:
- Did you listen actively and validate the employee’s contributions?
- Did you offer constructive feedback and potential next steps?
- Were you transparent about company policies and limitations?
Common Mistakes to Avoid
- Making demands without evidence of contributions
- Taking feedback personally or becoming defensive
- Overpromising without checking company policies
Pro Tip
Approach the conversation as a partnership in career growth. Focus on alignment with company values and how your contributions advance those goals. This fosters a collaborative atmosphere for positive outcomes.